Developing a Performance Appraisal System

It is important that all organizations have a successful staff in order to properly operate. This staff includes employees that are paid or unpaid; these employees need to be evaluated, normally on a yearly basis in order to receive pay raises, advancement, or rewards. A performance appraisal program is one of the most important factors in any organization; it is a tool that is used to record employee performance good and bad. Discussion between managers and subordinates will impact a person’s job satisfaction and productivity. Although, both the managers and the subordinates do not look forward to these reviews, they should both look at this as a learning experience. “Many supervisors and subordinates hate performance appraisal exercises. Moreover, the benefits of performance appraisals for organizations are questionable.” Volume 21, Issue 2, June 2011 Performance appraisals are a necessity when considering giving promotions. This sort of system is important to those employees who have been with the company longer in order to ensure that they are fairly treated over those employees who come in at a higher wage and may not have the immediate chance for a pay increase. A pay increase should be given to those that work really hard and deserve a promotion. This also gives an opportunity for someone who has been with the company for a shorter amount of time, a chance to grow if they are doing the job better than someone who has been with the company longer. In many companies, managers only care about longevity and loyalty which can send a message to newer and more capable employees that the organization would not be open to change and new ideas. This can lose many great employees for a company. What does a performance appraisal system look like? A performance appraisal system is a mode by which an employee’s job performance is evaluated by a supervisor or other management personnel to let an how good or bad that employees are performing their job duties. The performance appraisal also allows for an opportunity to let employees know if they are not performing up to the expected standards, and to document any problems that the employee may be having. This is also an opportunity to offer any training may need to be offered. The biggest reason for a performance appraisal is so that the employee is offered any feedback on their performance, good and bad. Without any form of performance evaluation, there would be no way for an employer or for an employee to know if they are fulfilling the expectations of the employer. After searching for successful performance appraisal structures, I found from Kettner (2002), that there are many important elements in a good performance evaluation system. When developing a system you should consider the following: 1. Reinforce performance standards

2. Provide accurate and individualized feedback to employees about their performances 3. Be useful in making personnel decisions
4. Be tied to rewards, but allow for cost containment
5. Be useful for identifying training and development needs
6. Be efficient from the rater’s perspective
7. Be fair from the ratee’s perspective
8. Minimize costs of development and administration

Employee performance appraisals can have an insightful effect on all components for any organization. Managers must identify what the goals are of the organization and how these goals will be accomplished, how will these goals be communicated to all individuals in the company to ensure that the goals clear and precise. It is important that an organization makes goals and objectives for the company and its employees. In order to do this, the employer must involve their employees in the process. It is possible for every employer to create and to maintain a successful employee performance appraisal system. There will be some trial and error when attempting to put this system in place. It...

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...﻿ Developing a PerformanceAppraisalSystem
All organizations utilize some sort of system that periodically reviews the performance of every staff member. As the director of human resources, you are responsible for developing such a system.
Write a 750- to 1,050-word paper in APA format that details an original performanceappraisalsystem for a human service organization. Address the following:
Determine the elements that should be present in an appraisalsystem.
What is the purpose of a performanceappraisalsystem and how does it benefit the organization?
Outline the elements of good appraisalsystems.
Determine the criteria for each element that should be present in an appraisalsystem.
Cite at least two sources.
Determine the elements that should be present in an appraisalsystem
The elements that should be present in an appraisalsystem are thorough goal-setting process, which decide what you want from employees and agree these objectives with them.
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A performanceappraisal is a key element in organization and can be one of the greatest tools used to record employee production. Organizations can establish their goals and objectivities, while involving the employees in the process. Conducting a performanceappraisal increases productivity and morale and can prove to be effective in performance production.
Appraisals are a positive way for an employee to know how well they are performing the duties assigned to them, and an appraisal is a good indicator of how an employee needs to improve in a particular area of work.
An appraisal offers individuals the chance to assess their career path and take into consideration how one may gain more job satisfaction from their existing role. Feedback on performance provides the opportunity to point out and identify any critical factors that may adversely affect the job performance, and gives one the chance eliminate their effects.
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Developing a PerformanceAppraisalSystem |
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Kerwin Johnson 4/17/2011 HSM/220 Fedder Williams Axia College of the University of Phoenix |
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The purpose of a performanceappraisalsystem is too help both the organization and the employee. In order for an organization to know and understand the value of the abilities that their employees have a system needs to be in place. This system should also let the employee understand where his abilities have positioned him within the organization.
The motivation of employees is an on-going process, and can delivered in different formats such as daily coaching, weekly, monthly, or even yearly evaluations. This will allow for steady employee growth in productivity and effectiveness. The purpose is to help maintain this effectiveness and growth within the organization. Performanceappraisalsystems benefit organizations on a continuous basis by providing...

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The purpose of a performanceappraisalsystem is to receive accurate assessments for productivity and for the quality of work for each employee. This system is also be used for motivation of employees, that enables them to reach higher levels of performance, as well as a way to incorporate the necessary feedback given by employers. Another purpose of the performanceappraisalsystem is to implement strategies by use of performance measures and...

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The purpose of a performanceappraisalsystem is to analyze an employee’s work and inform them of who their work is viewed by the management of an organization (Boice, & Kleiner, 1997). The performanceappraisalsystem is important to an organization because it keeps both the employees and the management well informed of progress, needs and other major information factors in the human services department (Boice, & Kleiner, 1997).
Within the area of elements of the appraisalsystem there are appears to be ten important criteria that make an appraisalsystem a good one. The ten elements of the appraisalsystem are as follows:
1. Multiple Raters
2. Rater Feedback
3. Rater Training Based on Feedback
4. Objective, Observable, and Job-Related Performance Dimensions, Jointly Developed by Management and Employees
5. Comparability
6. Professional Procedures
7. Fair Employment Posture
8. Documentation
9. Systematic Communication of Rating Results to Ratees
10. Appeals (Kettner, 2002).
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